As students return to campus, it’s important for school administrators to assess more than just academics and operations. One critical area that deserves attention is CPR and AED training for school staff. Ensuring your employees are prepared to respond to cardiac emergencies can save lives—and now is the perfect time to make it a [...]
Payroll errors that hit the general ledger, open-enrollment portals that freeze at midnight, new hires juggling four log-ins on day one - when HR technology falters, the ripple effects reach every corner of the organization. Yet most employers still rely on a patchwork of legacy systems chosen under deadline pressure.
In May 2025, the Departments of Labor, Health and Human Services, and the Treasury announced a temporary pause in enforcement of the 2024 final rule under the Mental Health Parity and Addiction Equity Act (MHPAEA), following a legal challenge brought by an employer coalition. This enforcement pause gives the agencies time to reexamine certain provisions and consider future revisions through the regulatory process.
In today’s fast-evolving job market, flexible compensation is redefining how companies attract and retain talent. Traditional pay structures, once seen as stable and predictable, are now losing appeal, particularly among younger professionals who prioritize personalized benefits over rigid salary scales. While flexible compensation models have gradually emerged since the early 2000s, the post-pandemic work era has rapidly accelerated their adoption—driven by shifting workforce expectations, economic volatility, and the rise of remote work and gig employment.
In today’s economic climate, businesses are facing rising costs and inflationary pressures, leading to a fundamental reassessment of employee benefits programs. While mental health and wellbeing initiatives remain a priority for employers, there is a growing demand for measurable impact and cost-efficient solutions rather than superficial perks. As companies strive to balance budget constraints with competitive benefits, the future of workplace wellness is shifting toward strategic, high-value programs that support employee health without breaking financial sustainability.
In today’s competitive job market, businesses are increasingly leveraging data analytics to enhance employee benefits engagement, ensuring that workers fully utilize available resources. Traditional benefits programs often suffer from low participation rates due to lack of awareness, complexity, or misalignment with employee needs. By integrating data-driven insights, companies can personalize benefits offerings, improve communication strategies, and maximize employee satisfaction while optimizing costs.
Protecting your network begins with implementing effective data backup strategies for schools. As schools become increasingly reliant on digital systems for everything from student records to internal communications, having strong data backup strategies for schools in place is essential to avoid costly downtime, loss of sensitive information, and disruptions to learning. A well-planned backup and recovery approach allows districts to respond quickly to cyber threats, hardware failures, or natural disasters—keeping students, staff, and operations safe.
Enhancing school security is one of the most pressing responsibilities for education leaders today. As school campuses evolve, so too must the systems that protect them. For administrators, safety professionals, and district decision-makers, creating a secure learning environment means taking a proactive, layered approach that includes physical security, training, technology, and community involvement.
All organizations, regardless of their size or industry, are at risk of being targeted by cybercriminals. These malicious actors can conduct cyberattacks, leading to significant financial, operational and reputational damage that can be difficult or impossible to recover from. Fortunately, solid cyber hygiene practices can reduce the likelihood of data breaches and other cyber incidents from occurring, and many of these practices are relatively low-cost and easy to implement.
A small boat, such as a canoe or other un-motorized boat, is typically covered under the personal property portion of your homeowners insurance policy. If you own a larger, faster boat, you'll need a separate boatowners insurance policy. A typical boatowners insurance policy is designed to protect your boat, motor, equipment, and passengers. It affords similar coverages to those you typically have for your car including:
